Offering career development opportunities can increase employee engagement, productivity, and performance. It also elevates job satisfaction, employee morale, and retention rates.
As a result, you should ensure your employees get trained as required to advance within your St. Paul organization. Providing opportunities for your employees to develop the knowledge and skills required for promotions helps attract and keep top talent.
Implement these tips to make sure your employees get trained as required:
Customize the Training
Every employee learns differently. This may include visual, auditory, or kinesthetic methods of instruction. Therefore, you should tailor your training programs based on each employee’s skills and preferences to provide motivation for ongoing learning.
Provide Incentives for Learning
Communicate the importance of your employees engaging in the training. Consider incentivizing the training by offering gift cards or paid time off for completing the training. Providing incentives increases the likelihood of your employees finishing the programs.
Request Employee Feedback
Send a survey asking employees about the types of training and incentives they prefer. Use your findings to customize your approach to the programs. Training on your employees’ desired topics increases engagement, productivity, and performance.
Offer Microlearning
Microlearning is best for simple, informal training:
- The short, focused, interactive learning initiatives last 3-5 minutes.
- They deliver essential, meaningful content in a condensed format.
- Busy employees with short attention spans have time for daily training.
Provide E-Learning
E-learning opportunities let employees control their experience:
- Each employee sets the pace for learning about the topics that are relevant to them.
- The training can be done from any location.
- Flexibility in learning improves employees’ success.
Encourage Job Shadowing
Include job shadowing when training your new hires:
- A seasoned employee can demonstrate how to perform a task, then have your new hire practice it.
- Applying learned skills in real-time and using them to complete daily tasks improves learning retention.
- New hires learn their job duties and responsibilities in a controlled environment while building confidence in their abilities.
Hold One-on-One Meetings
Schedule weekly meetings with each of your employees:
- Have employees set their agendas for your coaching discussions.
- Focus on employee strengths and opportunities for skill development.
- Talk about difficult topics in a confidential, respectful environment.
- Build trust and investment in your team’s success.
Begin a Mentoring Program
Pair a new hire with a seasoned employee:
- Focus on acclimation to your company’s culture and career guidance within your organization.
- Offer advice, answer questions, and provide resources and support as needed.
- Emphasize personal and professional development.
Schedule Lunch and Learns
Provide sandwiches, bagels, or other food and beverages as a senior team member or a professional from another company gives a brief seminar in a comfortable environment:
- Learning can be in-person or remote.
- The sessions can be 45 minutes.
- Encourage the presenter to share an interactive, engaging discussion on a topic they have experience with.
- Leave time for questions at the end.
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